From a draft executive order on nondiscrimination requirements for government contractors:

Each government contractor and subcontractor shall engage in affirmative recruitment and employment-related training programs designed to ensure that minorities and women receive full consideration for hiring and promotion. Such affirmative programs shall be developed pursuant to regulations promulgated by the secretary of labor, and shall describe the actions to be taken, including time frames for taking such actions, to accomplish the objective of expanding the number of qualified minorities and women who receive full consideration for hiring and promotion.

Nothing in this executive order shall be interpreted to require or to provide a legal basis for a government contractor or subcontractor to utilize any numerical quota, goal or ratio, or otherwise to discriminate against, or grant any preference to, any individual or group on the basis of race, color, religion, sex, or national origin with respect to any aspect of employment, including but not limited to recruitment, hiring, promotion, upgrading, demotion, transfer, layoff, termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship. Nor shall any government contractor or subcontractor be determined to have violated this order due to a failure to adopt or attain any statistical measures. Further, nothing in this order shall be interpreted to require or provide a legal basis for any government contractor or subcontractor to exclude or in any respect limit the participation of any individual in any recruitment or training program on the basis of race, color, religion, sex, or national origin.